Introducing a volunteer mentoring program - Deanna Lynn Cole ivolunteer University

Deanna Lynn Cole, CVA CEO - Founder

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Introducing a

Volunteer

Mentoring

Program - Part 1 -

VolunteerMatch.org Webinar 18NOV2014

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What we will cover• How a volunteer mentor program can impact a volunteer

engagement program.

• The benefits of mentoring to volunteers and the organization.

• How to structure a mentoring program.

• Best practices for introducing a volunteer mentoring program

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Impact

• Experience. Retention, advocate

• Builds morale & enhances image

• Less turn over rates; Cost savings

• Growth/expand; synergy, skill force-multiplier

• Awareness & recognition

• Future legacy

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Benefits

• Attracting talent

• Developing talent

• Supporting diversity initiatives

• Succession planning initiatives

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Structure

• Design - Focus, matching process, training, guidelines,

accountability

• Matching competencies in areas of:

- Learning vs teaching, roles, personality types,

expectations

• Training - What it is & is not, obstacles & bridges, cycle

• Support

Formal vs. informal

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Mentor Top 10 Mentoree1. Facilitate

2. Be yourself

3. Consistency

4. Be honest, don’t fake it

5. Empower, don’t solve

6. Share responsibility

7. Believe in your value

8. Mentor, not coach

9. Know limits

10.Listen more

1. Do your own work

2. Be yourself

3. Commitment

4. Be there, engage

5. Realistic expectations

6. Share responsibility

7. Give back

8. Be receptive; listen

9. Assumption check

10. Pay it forward

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Objectives of a mentoring program• Retention, engagement, empower

- Support and reward high performance • Succession Planning

- Creation of talent pool • Development of professional relationships • Create culture of continuous learning

- Individual development - Knowledge transfer

• Career growth and development: - Cultivate individual career planning ownership

• Mentor to gain better perspective of individual / organizational issues

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When it isn’t working

• Structure/Design flaw

• Mis-match/fit between mentor & mentoree

• Lack of trust/commitment • Pre-existing disappointment by earlier experiences

• Some volunteers may avoid or quit

• The mentor may feel burdened by the relationship

• Communication barriers, technology, verbal/non verbal

• Leadership distancing, non-supportive

• Poor training

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Today’s take-a-ways✓ Remember information is key

๏ Identify formal/informal needs ๏ Strategic plan, survey, train internal/outsourced !

✓ Prepare for ‘road blocks & bridges’ ๏ Identify key issues, goals, resources, or things to highlight ๏ Create mentor agreement plan; outline, goals, mission, outcomes !

✓ Invite volunteers to participate ๏ Think tank, training, evaluation & feedback ๏ Ask, review feedback/AAR (or begin feedback/AAR process)

! !!!!!!!!!!!!!Deanna Lynn Cole, CVACEO - Founder

@iVolunteerU [email protected] www.facebook.com/iVolunteerUNIVERSITY 913.777.4488